You’ve got a great business idea, and you’re ready to put it into motion. You need some help, so you start hiring employees. But what do you need to have in place for your new hires? A lot of employers make the mistake of overlooking or forgetting about what they should be doing for their employees. This is a mistake that can lead to unhappy workers, unsafe work environments, and more work for yourself in the long run! This blog post will discuss eight things that all employers should have in place from the first day an employee starts working with them!

Personal Protective Equipment

Employers should have safety protocols in place for all hazardous jobs. Some examples of these are chemical exposure, machine guarding, and work with electricity. Every employee needs to understand what they need to do in the event that one of these incidents occurs so that they can stay safe! The employees also need access to personal protective equipment (PPE) when necessary. Employers should ensure their workers know where this is stored at all times because even if you’ve already given them PPE training, it doesn’t hurt to remind them again! This includes but isn’t limited to hard hats, eye protection or glasses/goggles, gloves/heat-resistant gloves depending on job description (firefighters wear fire-resistant), hearing protection such as ear muffs & plugs depending on job description (some jobs like firing guns for example), and flame resistant clothing.

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Risk Management Training

Employers should provide their employees with risk management training. This will ensure that every employee is aware of the risks involved in their job and how to handle them properly to maintain safety at all times, for both themselves and other workers! In addition, employers should have a risk management plan in place that will keep their employees safe on the job. They can also provide this information to any customers or clients, so they know how every worker is expected to perform and work safely! These plans can include everything from being aware of hazardous chemicals used at the workplace, what to do in case of a work emergency, and what PPE needs to be worn by all workers if specific machines are involved with their jobs.

Legal Contracts And Requirements

Employers need to have legal contracts and requirements in place for their employees. This includes information about company policies, disciplinary actions, and compensation structure. The contract should be signed by the employee, employer, and witness so that each party is aware of what they can expect from one another. Workers comp is also crucial for employees in the event that there are injuries at work due to unsafe working conditions or accidents while on company time. This provides access to medical care if needed and financial benefits when unable to work because of a work-related injury. Workers comp also protects employers by protecting them against lawsuits filed by workers who were injured or became ill on the job.

Salary Agreement Letter

This is not required by law, but it’s beneficial in disputes, should an employee claim their salary amount was incorrect. This letter can help clarify the specifics of each employees’ payment or wage agreement(s). In addition, it should also include the date and time of days that they work, as well as what holidays/vacation time off is paid and not paid.

Performance-Based Pay System

A performance-based pay system ensures that your company’s best work gets recognized while also rewarding hardworking individuals. It consists of four types of pay increases; cost-of-living raises (usually given out yearly), merit raise (given out annually or more often depending on frequency desired by employer), promotional increase (if an individual progresses within a company), and lump-sum bonuses for exemplary service over time (a period long enough to be considered meaningful but not so long as to devalue it).

Employee Onboarding Checklist

An employee onboarding checklist is helpful for employers to keep track of what they need to get done before the new hire starts their job with you! This will ensure that all employees are on the same page, especially if more than one person works in your office or department. In addition, this will help new hires feel more comfortable starting their job with you because they’ll know what to expect before the first day even begins! In addition, this is helpful for HR personnel because it can be referenced back to if any new hires have questions about anything that wasn’t covered during the onboarding process.

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Employee Handbook

Every employer needs to have an Employee Handbook that outlines all key aspects between them and their employees. Of course, each company has different policies because everyone works differently, so there isn’t a one-size-fits-all guide for this! But some common things employers include are dress code expectations (business casual or uniforms), vacation time off request procedures, sick leave days allotted per year, disciplinary action processes if rules were broken during employment, sexual harassment guidelines on how to file complaints against other employees if necessary while working with management, break policies (meal & rest breaks), and company contact information.

Employee Practices & Procedures Manual

Every company needs a manual! This is one of the most important things to have in place because it’s actually required by law in some states. An Employee Practice and Procedure (EPP) handbook should include all policies that an employer has set into place. Some examples are sick leave procedures, vacation/holiday time-off requests or scheduling, discipline processes, sexual harassment training instructions, or guidelines on how employees can file complaints if they feel threatened at any point while working with their employers. It should also address what happens during emergencies, so every employee knows what will happen until help arrives.

In conclusion, by having the right people, offering training and continuing education opportunities, rewarding employees with tangible benefits like perks and bonuses in addition to intangible benefits like a great work environment, and allowing them to grow both personally and professionally by giving them autonomy and responsibility for their success; you can create loyal employees that will be productive members of your company.